JanetM

I file for all DB and DC plans that made distributions. The line 2 for EIN of payor must be completed even if some plans can skip line 3 listing number of lumpsums.

I would vote medical if the implants had to be removed due to the underlying medical condition (infection). Would say the replacement would be covered since the removal was done for medical reason.

Then have to contribute the funds to the college. To a scholorship fund or the general fund. There must be be some compromise available.

Is the participant mentally ill? She does not want the pension for religious reasons - but does not to give it to charity. Sounds like an older person whose mind is slipping. Might sound paternal - but can't try to find out what the real story is? This person may need help.

Could you not continue sending checks and escheat the uncashed benefits to the state?

Are they doing this to cut cost? Or is there some other reason that is drifting about the rumor mill?

I think you are reading too much into this. You said "The employer stock in the ESOP is a separate MTIA that I have to file a separate DFE Form 5500 because it is not subject to participant direction." The employer stock - just because it is not participant directed does not make for a complete new DFE filing. The master trust filing will include all assets. Now if you are using a MT for mutual funds and other investments and the ER stock is not held in side this MT - you may have a separate filing due. I think you are just making this too complicated.

Not sure what you mean by - for example. I have 5 DC plans in MT. The plans have the same investment elections - 4 institutional class mutual funds 2 common collective fund 1 company stock 1 loans I don't invest in other master trust arrangements - MT shows assets on lines 1c4B - for company stock, all mutual funds on 1c13 for reg. inv., 1c9 would be common collective and loans on 1c8. On the returns for each plan. You show one line of investment - all assets including the loans - on 1c11 as value of MTIA. Am not sure what you mean by "Master Trusts can have more than one MTIA depending on the "pool of assets" rule". This would be if a Plan (singular) would invest assets in multiple MT arrangements. For this to happen you would have to have a Plan that has part of its assets in one MT and part in another. Are you confusing the MTIA with common collective funds or other types of assets?

Any one heard anything about changes being made at the fund? To either the fund itself or the folks entrusted with the care and feeding?

Participant loans are shown on 1c8. They are considered a single asset. Aggregate all loans from all plans in the master trust. All interest paid on all loans goes on 2B1E.

May God bless us all.

Geeze Pax - I thought I was the only cynical one here today. "Never underestimate the ability of Sh*t to find a fan" especially in Washington.

Am in very cynical mood today - I think if they pass this it will only get modified down the road. Think of the history - SS was not taxable - now it is for many Tax deductions got too big - add the AMT Things get tight so they impose income limits on deductions. IMHO I see that folks will have all this money stashed away, earning tax free income, so at retirement you get caught by AMT and tax on social security. Just think what they could do to modify this in the next 20 or 30 years.

Hope they do - I had over 300 names on 401(k) plan SSA last year. They are getting the return in a large box this year instead of an envelope.

Swindle is good - Am tickled more by Leary tom b leary - tom b quick you know the rest Our government at work!

Keith, I would do this 1980 - UVB was 0 1981 - UVB was 0 - the change in UVB was 0 keep going each year - carryforward the 0 As long as the plan has no unfunded vested benefits for a year there would be no problem. Note the U in UVB - unfunded. If the plan is fully funded from 1980 to 2000 - the UVB is 0. If the first plan year there is unfunded vested benefits is 2001 - that is were you start. example - UVB for 2001 is $100 2001 = $100 UVB for 2002 is $150 now you have a change in UVB for 2002 of $50 you would see 2001= $100 2002= $ 50

Back when I was doing plan work as a CPA for CPA firm- we explained the term of the loan - per IRS can not exceed five years. Look at it like a car loan. You buy a car and take a 60 month loan. Your first payment is due 30 days after you drive off the lot - does that mean the term of the loan exceeded five years because you had a 30 day grace period - I say no. Now that is what I learned the regs meant years ago - If someone can give me site for correcting the error of my ways I would appreciate it.

GBurns, This request came from HR. We are self insured, think HR is looking at trying to standardize the benefits for all the companies nationwide. I think what they were proposing to having someone look at the various benefits (excluding retirement) that are currently being offered.

Hi all - we are thinking about bringing in "a consultant" to review our employee benefits package. We are wondering what the cost of this may be and if it is even worth spending time on. Would like consultant to come in on hourly basis - not to sell us something - just to give opinion on what we are doing right and wrong. Can anyone give me some idea of what the Hewitts, Bucks, Mercers, etc. charge by the hour. (those are the only 3 I could think of just now) Big fear is that we will start getting proposals and the amounts will send the boss into orbit. So if anyone can give me ballpark - or even real number they have been charged recently - I would appreciate it. Send private message if you don't want to post. thanks!

would say since it is not lawful drug it can't be covered.

Can't give you a code cite for reference - here is what we do. Have same situation. But in out case ee's transfer between union and non-union jobs within the control group (weather in same company or different company - treated the same) Time for vesting is counted from date of hire - for union who transfer to nonunion job - if they have enough service they enter plan immediately. For profit sharing plan contirbution we count only the compensation earned as non union worker. For the vesting - we use all service. Non union worker who changed to union would still have to work 7 years to be vested.

Sounds like a bonus payroll practice. Be careful how you communicate this type of benefit. You could say that going forward you plan to make these bonus payments, and be sure to say "The Company can STOP this practice with no notice" You did not mention making this into profit sharing plan - You could do that - give them the option of taking cash bonus or having the amount contributed to profit sharing plan - call an expert on this - depending on your situation this may not work.

We have a control group - number of companies and facilities. It appears we have partial withdrawal liablility for 2002 withdrawal. Under the regs. as we read them - amount of liability can not be determined until after 2003 is completed. Question - since there is no way to know the amount - when does MPP send us the bill? Can they estimate or do some interim calc under the regs? Can you give me cite? Help!

We advise all new hires to examine the first 3 or 4 checks closely. If there is any problem or any questions they should say so ASAP. On the 401(k) enrollment form - says - you will be notifed by recordkeeper that they have received your enrollment AND check your pay stubb to ensure you see deduction coming out. It is their responsibility to verify the accuracy of their pay. IF they read the form to enroll - we feel we have notifed them. There are 12,000 employees in this company. I can't be mother to them all. Mistakes happen couple times a year.

The clock starts running when the assets are zero. If the form for the proper year is not available you can use the most current available. Keep in mind if the questions on the form change the PWBA can ask you to refile when the proper form is available. One way to avoid the trouble of this is to time the distribution of assets and use the 2.5 month extension to ensure the forms are available.